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tions, [things] you'll never get them to write down, little things they
say to me, that [suggest] they are having a struggle
(C4)
. The Archdeacon
of Bradford, asked the same point similarly thought "there are signs and
signals
(C7)
but that they were confused and suppressed. "The clergyman
is very loth to talk about money because he thinks he is called to a
vocation and he takes what he can"
(C7)
. Some at least of the clergy
do seem willing to express opinions - a small (120) but growing number
have joined the Association of Scientific, Technical and Managerial
Staffs "precisely because no-one ever consulted them [about] their
salaries and other terms".
Is it therefore not so much the fact but the method of enquiry
that causes concern? Is there an inhibition against putting things
down in black and white, that could be circumvented by techniques such
as Dryden's
(T5)
of using a clergyman to talk to clergymen? Whatever the
reason, the need for reliable information as to both clergymen's and
parishioners' opinions on present and future levels of clergy remunera-
ion is so integral to any scheme of diocesan financial management that
any reasonable means should be used to make it available. (In fact, as
this study was being concluded, the diocese held a short series of meetings
with parochial representatives to ascertain parish feelings on future
diocesan augmentation of clergy stipends. At the one attended by this
writer the most immediately noticeable feature was the very high rate
of attendance - surely indicative of desire to express an opinion when
opportunity should occur?)
2.2.3
Balance between job satisfaction and remuneration
There is also the aspect of job satisfaction - it is a reasonable
hypothesis that a job which is high on satisfaction (as perceived by
actual or potential occupants) may be low on remuneration and vice-versa.
Do we then have any available data applicable to clergy? There is one
